Belghis Beit Mashal; Nasrin Arshadi; Alireza Heidari; Parviz Asgari
Abstract
IntroductionJob burnout has adverse effects on employees’ work motivation and job performance. Also, increases their willingness to leave their job. For that reason, the aim of this study was designing and testing a model of some consequences of job burnout (general health, life satisfaction, work ...
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IntroductionJob burnout has adverse effects on employees’ work motivation and job performance. Also, increases their willingness to leave their job. For that reason, the aim of this study was designing and testing a model of some consequences of job burnout (general health, life satisfaction, work motivation, turnover intention, and job performance).MethodThe research method is descriptive-correlational type. The statistical population of the study included all employees of Karun Oil & Gas Company in 2018. From this population, 225 employees were selected by simple random sampling method. Evaluation of the proposed model was done by structural equation modeling (SEM) using AMOS-22 and SPSS-22 soft-wares. Bootstrap method was also used for testing the indirect relationships.In this study, Maslach’s Job Burnout (1982), Goldberg & Hiller’s General Health (1979), Diener’s et al. Life Satisfaction (1985), Wright’s work Motivation (2004), Coman’s et al. Turnover Intention (1979), and Paterson’s Job Performance (1922) Questionnaires were used for data collection. In the present research, the reliability of emotional exhaustion, general health, life satisfaction scale, work motivation, Turnover Intention, and job performance questionnaires, using Cronbach's alpha coefficient were 0.83, 0.73, 0.85, 0.63, 0.88, and 0.96, respectively.
nasim khajepour
Abstract
The purpose of this study was to investigate the causal relationship of workplace ostracism with job performance, organizational citizenship behavior and turnover intention, with mediating role of job satisfaction. The statistical population included all of the personnel of Water and Energy Company in ...
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The purpose of this study was to investigate the causal relationship of workplace ostracism with job performance, organizational citizenship behavior and turnover intention, with mediating role of job satisfaction. The statistical population included all of the personnel of Water and Energy Company in Gotvand City and the partner firms, that among them 182 persons were selected by simple random sampling. The instruments used in the present study consist of Workplace Ostracism Questionnaire (Ferris, Brown, Berry & Lian, 2008) Job Satisfaction Questionnaire (Judge & Bono, 2000), Job Performance Questionnaire (Paterson, 1970), Organizational Citizenship Behavior Questionnaire (Smith, Organ & Near, 1983) and Turnover Intention Questionnaire (Camman, Fichman, Jenkins & Klesh, 1979). Fitness of the proposed model was examined through structural equation modeling (SEM), using SPSS-21 and AMOS-21 software packages. The results supported the effect of workplace ostracism on job satisfaction, job performance, organizational citizenship behavior, turnover intention, and the effect of job satisfaction on organizational citizenship behavior and turnover intention. The indirect effect of workplace ostracism on organizational citizenship behavior and turnover intention, through job satisfaction, were also significant. So organizations could reduce job satisfaction, job performance and organizational citizenship behavior by strengthening social relationships in the workplace and also prevent an increase in turnover intention.
S. Piryaei; N. Arshadi; A. Neisi
Abstract
The purpose of this study was to investigate the effect of organizational justice on job performance, organizational commitment and turnover intention, considering the mediating role of system trust and interpersonal trust. The participants were 340 employees of National Iranian South Oil Company (NISOC), ...
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The purpose of this study was to investigate the effect of organizational justice on job performance, organizational commitment and turnover intention, considering the mediating role of system trust and interpersonal trust. The participants were 340 employees of National Iranian South Oil Company (NISOC), Ahvaz region, who were selected by stratified random sampling method. The instruments included organizational justice, trust in organization, trust in top management, trust in supervisor, trust in coworker, job performance, organizational commitment and turnover intention questionnaires. Fitness of the proposed model was examined through Structural Equation Modeling (SEM), using SPSS-18 and AMOS-18 software packages. The indirect effects were tested using the bootstrap procedure. Findings indicated that the proposed model fit the data. Better fit and more meaningful results obtained by omitting 7 non- significant paths (distributional, procedural and interactional justice→ job performance, interactional justice → organizational commitment and turnover intention; and interpersonal trust → organizational commitment and turnover intention) and using AMOS modification indices. Results related to indirect effects showed that except 4 indirect paths (procedural justice → organizational commitment through interpersonal trust, interactional justice → organizational commitment through interpersonal trust, procedural justice → turnover intention through interpersonal trust, and interactional justice→ turnover intention through interpersonal trust), the rest were significant.
D. Hayati; A. Neisi; N. Arshadi
Volume 19, Issue 1 , June 2012, , Pages 19-42
Abstract
The aim of this study was to test a model consisting of turnover intention as dependent variable, four dimensions of pay satisfaction as independent variables, with job satisfaction, organizational commitment, and work motivation as mediators. The participants of this study were 273 employees of NISOC ...
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The aim of this study was to test a model consisting of turnover intention as dependent variable, four dimensions of pay satisfaction as independent variables, with job satisfaction, organizational commitment, and work motivation as mediators. The participants of this study were 273 employees of NISOC in Ahvaz, who were selected by stratified random sampling method. The instruments used in this study were Turnover Intention Scale, Job Satisfaction, Scale, Work Motivation Scale, Pay Satisfaction Questionnaire and Organizational Commitment Questionnaire. The fitness of the proposed model was examined through structural equation modeling (SEM). The indirect effects were tested by using bootstrap procedure. The findings indicated that the proposed model fitted the data. Better fit was obtained by omitting 3 non-significant paths and using AMOS modification indices. In addition, job satisfaction, organizational commitment, and work motivation mediated the relationships between four dimensions of pay satisfaction and turnover intention.
A. Neissi; N. Arshadi; F. Shahbazi
Volume 18, Issue 2 , December 2011, , Pages 39-60
Abstract
The purpose of this study was to investigate the effect of workplace characteristics and perceived social support on turnover intention, with mediating role of job satisfaction and emotional exhaustion. Survey respondents include 309 employees from the National Iranian Drilling Company (NIDC) in Ahvaz ...
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The purpose of this study was to investigate the effect of workplace characteristics and perceived social support on turnover intention, with mediating role of job satisfaction and emotional exhaustion. Survey respondents include 309 employees from the National Iranian Drilling Company (NIDC) in Ahvaz that were chosen by simple random sampling method. The research instruments were Perceived Job Security Scale, Trust in Senior Management Scale, Perceived Distributive Justice Scale, Information Sharing Scale, Perceived Social Support Scale, Job Satisfaction Scale, Emotional Exhaustion Scale and Turnover Intention Scale. The fitness of the proposed model was examined through Structural Equation Modeling (SEM), using SPSS-16 and AMOS-16 software packages. The indirect effects were tested by using Baron and Kenny's (1986) method and bootstrap procedure in Preacher and Hayse (2008) Macro program. The findings indicated that the proposed model fitted the data. Better fit and more meaningful results were obtained by omitting 5 non significant paths and using AMOS modification indices. Results revealed that job satisfaction and emotional exhaustion mediate relationships between workplace characteristics and perceived social support with turnover intention.
A. Neisi; N. Arshdi; R. Mohabat
Volume 17, Issue 2 , December 2010, , Pages 35-62
Abstract
The purpose of this study was designing and testing a model of precedents and outcomes of subjective career success. The sample consisted of 400 employees which selected by random sampling method from on industrial organization. Participants in this research completed the Political Skills, Neo-FFI, Supervisor ...
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The purpose of this study was designing and testing a model of precedents and outcomes of subjective career success. The sample consisted of 400 employees which selected by random sampling method from on industrial organization. Participants in this research completed the Political Skills, Neo-FFI, Supervisor Support, Career Success, Job Involvement, Turnover Intention and Affective Commitment Questionnaires. Confirmatory factor analysis (CFA) and structural equation modeling (SEM) through Amos-16 and SPSS-17 software packages were used for data analysis. Results indicated that overall model fit indices were relatively good. Better fit were obtained by linking the errors of 2 paths.
H Shokrkon; N. Arshadi; M. Shehni Yailagh; J. Haghighi
Abstract
A model of the precedents and outcomes of work motivation was developed and tested with survey responses from 652 employees of National Iranian South Oil Company in Ahvaz region, Iran. The variables in the model were arranged in five layers, which included: 1) distal precursors of motivation (motivational ...
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A model of the precedents and outcomes of work motivation was developed and tested with survey responses from 652 employees of National Iranian South Oil Company in Ahvaz region, Iran. The variables in the model were arranged in five layers, which included: 1) distal precursors of motivation (motivational traits, procedural constraints and job goal difficulty), 2) proximal precursors (Islamic work ethic, pay satisfaction, basic psychological needs, self-efficacy, job characteristics and job security), 3) work motivation variable, 4) proximal outcomes (job satisfaction, organizational commitment, job involvement, effort and turnover intention), and 5) distal outcomes of motivation (job performance and job stress). Confirmatory factor analysis (CFA) and structural equation modeling (SEM) through AMOS-7 and SPSS-15 software packages were used for data analysis. The results of the hypothesized CFA model indicated that the relationship between each indicator variable and its respective latent variable was statistically significant. On the basis of the overall model fit indices, findings indicated that the revision of the hypothesized structural model was warranted. Better fit and more meaningful results were obtained by developing optimal model. The implementation of χ2 difference test had also indicated the improvement trend of the final model. Implications for designing work motivation systems are discussed.
